El Corte Inglés has closed with the trade union organizations the launch of its IV Equality Plan, a labor framework that notably strengthens the policies of professional development, work-life balance, health at work, and job stability for its entire workforce.
Within the block dedicated to professional career and internal promotion, the company led by Cristina Álvarez commits to achieving that 38% of management and leadership positions are occupied by women, as detailed by Valorian, the majority union in the group.
The text also reinforces the preference for the internal workforce over new external hires and states that having a legal guardian will not be a barrier to accessing promotions or management development programs. Additionally, the agreement provides for correcting the professional classification when a person assumes functions of a category higher than that which appears in their contract.
In the area of work-life balance and rights protection, the plan introduces a paid leave of up to two days to accompany medical consultations for minors under 12 years old with serious or chronic illnesses, as well as for family members with disabilities, removing the restrictions related to travel between islands and the mainland.
At the same time, a leave of five working days, consecutive or not, is recognized in cases of hospitalization, surgical intervention, or serious illness, and it is established that parental leave will count as effective working time for the purposes of vacation calculation.
In terms of remuneration, the agreement incorporates a salary increase of 10% for those who reduce their working hours to care for family members with a degree III dependency or with a disability equal to or greater than 75%, maintaining the contribution at 100% of the full working day.
Regarding job stability, it has been agreed to transform into full-time positions 20% of women with part-time contracts (with hours equal to or greater than 90%) who request it while the plan is in effect.
Likewise, the financial aid directed at female workers who are victims of gender violence with children under 16 years old or with a disability greater than 33% rises to 500 euros. The document provides for the adaptation of the position through telework during pregnancy in those central services where possible, and guarantees that people on leave for family care will maintain active access to the corporate portal "Nexo" so as not to lose internal information.
Valorian has valued this new framework as a rigorous step forward to respond to the "real needs" of the workforce in all centers where the company operates.